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GENDER
DIVERSITY AMONG ACADEMICIANS IN THE UNIVERSITY
CHAPTER ONE
1.0
INTRODUCTION
1.1
BACKGROUND OF STUDY
Gender
diversity and the inclusion of more women in boards of directors and top
executive management positions have the potential to add value to organisations.
For instance, gender diversity can result in more social sensitivity when
solving problems (Woolley et al., 2010) and increased diversity in thought and
result in better company performance (Ernst & Young, 2009).
When board
members include more gender diversity, a firm may increase its chances of
effectiveness due to better understanding their stakeholders’ needs, leading to
better risk management and general business practice. Decision-making would
potentially be enhanced through adding new ideas and perspectives to board and
executive management meetings. Groysberg & Bell (2013) found from a survey
that 90% of female directors and 56% of male directors said that women add
fresh perspectives and thought diversity to boards of directors.
Internationally,
numerous studies show evidence of a positive relation between gender diversity
on boards of directors and financial performance of firms. Joy et al. (2007)
found that companies with higher numbers of women on their boards significantly
outperformed other companies, with a 42% higher return on sales and a 53%
higher return on equity. Also, Curtis, Schmid & Struber (2012) studied data
from more than 2000 global companies and found that female representation on
boards was associated with better performance and share prices, including lower
volatility in earnings and share prices.
Similar
findings were reported by Carter, Simkins & Simpson (2003), Smith, Smith
& Verner (2006), Francouer, Labelle & Sinclair-Desgange (2008),
Krishnan & Parsons (2008), Reguera-Alvardo, de Fuentes & Laffarga
(2015) and Willows & van der Linde (2016). Consequently, gender diversity
on the board sends a positive signal to the market that the organisation
focuses more on corporate governance and that the company is doing well, thus
improving the firm’s reputation.
Larkin,
Bernardi and Bosco (2012) indicates that interaction between the firm’s
recognition and multiple female board directors is associated with higher
overall returns and lower negative returns for stockholders, as measured by
market prices of the firm’s common stock. We therefore expect that there is a
positive and significant relationship between board gender diversity and firm
financial performance.
1.2
STATEMENT OF THE PROBLEM
Gender
diversity is equitable or fair representation between genders. Gender diversity
most commonly refers to an equitable ratio of men and women. The challenge with
gender diversity among academicians in universities could be as a result
underestimation of one gender and making them feel inferior; this could be that
the idea and the skills of a gender could be ignored and therefore treated as
less important which might hinder the organisation or firm’s growth. Finally,
several researches have been carried out on the gender diversity but not even a
single research has been carried out on the gender diversity among academicians
in universities in Lagos state.
1.3 AIMS AND
OBJECTIVES OF STUDY
The main aim
of the study is to examine gender diversity among academicians in universities.
Other specific objectives of the study include;
1. to
determine the differences between male and female academicians in universities
in Lagos state.
2. to
determine the factors affecting gender diversity among academicians in
universities in Lagos.
3. to
determine the influence of gender diversity among academicians in university of
Lagos.
4. to
proffer possible solutions to the problems.
1.4 RESEARCH
QUESTIONS
1. What is
the difference between male and female academicians in universities in Lagos
state?
2. What are
the factors affecting gender diversity among academicians in universities in
Lagos?
3. What is
the influence of gender diversity among academicians in university of Lagos?
4. What are
the possible solutions to the problems?
1.5 STATEMENT
OF RESEARCH HYPOTHESIS
H0: Gender
diversity among academicians has no significant effect on their job performance
in universities in Lagos.
H1: Gender
diversity among academicians has a significant effect on their job performance
in universities in Lagos.
1.6
SIGNIFICANCE OF STUDY
The study on
gender diversity among academicians will be of immense benefit to the entire
universities in Lagos state in the sense that it allows men and women to share
their different viewpoints, ideas, and insights; a gender-diverse workforce
enables better problem solving in any firm. It will also educate all the
universities in Lagos not to underestimate any gender at all in that any gender
whether a male or female can be a channel to which the establishment grows. Finally,
the study will contribute to the body of existing literature and knowledge to
this field of study and as basis for further research.
1.7 SCOPE OF
STUDY
The study on
gender diversity among academicians in universities is limited to Lagos state.
1.8
LIMITATION OF STUDY
Financial
constraint- Insufficient fund tends to impede the efficiency of the researcher
in sourcing for the relevant materials, literature or information and in the
process of data collection (internet, questionnaire and interview).
Time
constraint- The researcher will simultaneously engage in this study with other
academic work. This consequently will cut down on the time devoted for the
research work.
1.9
DEFINITION OF TERMS
GenderThe
state of being male or female (typically used with reference to social and
cultural differences rather than biological ones).
Diversity
The fact of many different types of things or people being included in
something; a range of different things or people.
AcademiciansIs
a person who teaches or does research at the university.
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